CASE STUDY HRO TODAY ASSOCIATION CASE STUDY 2014 TALENT ACQUISITION PROGRAMME OF THE YEAR NOMINEES. Talent Acquisition Programme of the

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1 HRO TODAY ASSOCIATION 2014 TALENT ACQUISITION PROGRAMME OF THE YEAR NOMINEES Talent Acquisition Programme of the Year Bristol-Myers Squibb (BMS) and Alexander Mann Solutions EMEA At least three significant problems or issues that the buyer and provider together overcame in the course of delivering service and the methods or practices used A summary of why this customer relationship should be considered for the award Bristol-Myers Squibb (BMS) is a global specialty care BioPharma company with over 23,000 employees worldwide. It was named as The best Big Drug Company of 2011 & 2013 by Forbes and one of The World s Most Admired Company in 2012 in Fortune. In a short period of time we have already achieved a number of successes and exceeded stakeholder expectation. Some of the highlights so far include: Implementing a seamless pan-european RPO Solution Prior to implementing the Alexander Mann Solutions RPO solution BMS Talent Acquisition was supported by an incumbent supplier providing recruitment administration from a single off-shore location. The transition to a much more sophisticated and geographically complex solution would therefore present multiple challenges. BMS s corporate mission is to discover, develop and deliver innovative medicines that help patients prevail over serious diseases. Attracting, developing and retaining diverse and highlyskilled talent is central to BMS s success. In 2012 BMS went to market to find a new RPO partner to support their permanent hiring requirements in Europe. What makes the Alexander Mann Solutions RPO solution for BMS truly special is the extent to which the solution provides a white-glove, high touch and highly personalised service to Hiring Managers and Candidates. In one short year, BMS and Alexander Mann Solutions forged a strong partnership and established a world-class Talent Acquisition function already exceeding all expectations. BMS is a highly sophisticated organisation for which Talent Acquisition is a critical function and it was essential that the solution was launched smoothly with a minimum of disruption to business as usual hiring. The new solution went live, on schedule and on budget, at the start of January 2013 with a dedicated team of over 30 Talent Acquisition specialists spread across 8 locations and 6 countries in Europe. The transition from the incumbent supplier was seamless and the joint communication plan ensured that HR and Hiring Managers were guided through the process of transition in an extremely positive way. The BMS embedded HR team embraced the new solution and played a key role in supporting with the on-boarding and training of new Alexander Mann Solutions team members.

2 Putting a team in place that really understands BMS and their sector Given the complex and specialist nature of BMS business it was critical that the chosen partner was able to bring an expertise in the industry and the local markets. BMS and Alexander Mann Solutions have created a fruitful and successful partnership that s bringing out the best in both parties. In fact, though they are quite different, there s a lot of similarity between BMS and Alexander Mann Solutions with both companies sharing a similar culture and similar values. The embedded team Alexander Mann Solutions put in place matched BMS needs perfectly. Together the new team had a combined experience of over 40 years in life science recruiting and, thanks to all their experience in this field, they were soon working seamlessly with BMS and supporting their Talent Acquisition requirements for Europe. The Alexander Mann Solutions management team has been structured in order to empower the talent acquisition specialists in country and give them the opportunity to do what they do best identify the best talent from local and international talent pools. Flexibility to upscale or down scale on demand and to customize to business needs and geographies This point has significant importance and is something that was demonstrated throughout the year. As well as recruit an additional two full-time recruiters for the embedded team, there has also been flexible support available for sourcing and administration to deal with peaks in workload. For example, a significant hiring campaign for a BMS manufacturing team meant that Alexander Mann Solutions had, for a short period, double the recruitment and contract administration workload at one location. Thanks to the flexibility available, this was successfully managed without any difficulty and with positive feedback from stakeholders involved. Equally when BMS made a strategic decision to increase hiring in Switzerland (a country with historically low hiring volumes for BMS and as such not part of the original RPO solution), Alexander Mann Solutions was able to deploy a Talent Acquisition Specialist onsite in Switzerland to support the growth within two months and ahead of the demand hitting. Reducing the cost of agency hiring A key way to gauge the success of the BMS - Alexander Mann Solutions partnership would come from areas such as cost savings. Here the challenge was to achieve savings through a reduction in agency hiring from 50% of external hires in and in this the Alexander Mann Solutions team achieved a phenomenal reduction from 50% to just 9% in their first year; greatly exceeding the original business case. Not only did this achievement provide a reason for the Alexander Mann Solutions and BMS team to be proud of their work, but it also created positive feedback to strategic stakeholders about the success of the partnership to date and the benefit on bottom line. This reduction in agency usage was achieved through expert passive candidate sourcing, through the quality of the Alexander Mann Solutions recruiters who provided a personalised service to candidates and through the trust that was so quickly built with Hiring Managers who no longer felt the need to immediate engage external agencies but had the confidence in the capabilities of the Alexander Mann Solutions team to source and engage the best talent in the market. The approaches and/or programs initiated through the relationship and how results were measured At the heart of our BioPharma strategy has been a firm commitment to innovation one that

3 not only drives our growth; it also defines our company. Lamberto Andreotti, CEO BMS Innovation is key to the service that Alexander Mann Solutions delivers. The need for efficient identification of high quality talent, effective engagement, as well as ensuring the story and strategy of BMS was effectively portrayed all this required innovative thinking. Innovation was also achieved by closely matching the Alexander Mann Solutions systems, processes and activities to BMS needs. Some of the activities and innovative approaches have included; 1. Creating a clear picture of the sourcing requirement. Part of our white-glove service to BMS is the embedding of our Talent Acquisition Specialists locally, within the BMS business. Alexander Mann Solutions recruiters, together with the retained BMS Talent Acquisition Leads in each country don t just support Hiring Managers but are there to consult with Hiring Managers and that often starts before the point that a requisition is approved. Strong relationships have been built between the recruiters and hiring community so that recruiters know, first hand, exactly what the hiring manager requires when they hire. Because they are embedded onsite, the Alexander Mann Solutions team has ongoing relationships with the hiring community. Collaboration is key within BMS and the Alexander Mann Solutions team lives this value quickly building a strong understanding of the different BMS businesses and teams. This information has helped them achieve greater hiring manager satisfaction as well as deliver an agile and flexible process. It has also allowed recruiters to begin a search or create a talent pipeline before requisitions are approved, which has had a significant impact on time to hire metrics. Measures: Formal, quarterly customer satisfaction reporting from hiring managers. Hiring managers were asked about their overall impression of the talent acquisition team as well as the touch points during the process. It was reported on a quarterly basis and any significant comments were followed up and this aided further development of processes, relationships and delivery. Hiring Managers satisfaction in the year was measured at 85% of Managers rating the service as Excellent or Good. Such a measure of stakeholder satisfaction had never been implemented in BMS and proved to be a highly valuable gauge of success. Time to hire for 2013 averaged just 34 days incredibly low for the industry and well below the time achieved prior to the Alexander Mann Solutions solution. 1. Continual service optimisation. Alexander Mann Solutions doesn t just pay lip-service to stakeholder satisfaction surveys but makes the feedback an integral part of their continuous improvement agenda. By reviewing survey results and candidate commentary from both successful and unsuccessful candidates the Alexander Mann Solutions team could tweak any issues based on feedback on the talent acquisition process. This ensured a consistently positive image of the experience at BMS, regardless of whether or not candidates were hired. Measure: Quarterly formal feedback from both successful and unsuccessful candidates. Candidate satisfaction in the year was measured at 81% of all Candidates rating their experience as Excellent or Good. 1. Creating the right experience for new

4 starters. There was a shared BMS-Alexander Mann Solutions responsibility for creating a positive experience for new hires and this went from recruitment and pre-hire, right through to +1 year employment. This was achieved by the Alexander Mann Solutions team supporting onboarding improvement projects and ensuring that the EVP communicated was also reflected in their experience. Measure: Working on onboarding improvement projects with a view to improving the new hire experience from pre hire through to the end of year 1. A formal retention SLA is also in place to track the number of new hires retained for at least 6 months. 1. Talent pipelining in support of key talent. With the expertise of Alexander Mann Solutions, BMS created a fully embedded team able to headhunt niche skills in a range of competitive markets across Europe while also providing a positive experience to both candidates and managers. To achieve this, understanding the talent in the market was essential. By mapping local and international markets for key talent, recruiters could collaborate to share market intelligence and feed this intelligence back to the business. This was pivotal in the success of the team - not only in the very low use of recruitment agencies, but also in the teams credibility with the Hiring community. Measure: Qualitative and quantitative reporting on the strength of talent pipelines as mapped against workforce demand plans. How the relationship has contributed to advancing the practice of recruitment Through sector expertise: together BMS and Alexander Mann Solutions wanted to build an agile, specialist team that was embedded in the business. The team that was created had over 40 years experience in pharmaceutical and life science, was fully operational almost overnight, and was able to bring real added value to the talent acquisition function. This team had to be highly effective in a short space of time and through proactive talent pool generation, sourcing innovation and management they achieved significant results right up to recruiting at Director level. Through robust performance measurement: in order to monitor the effectiveness of their activity and to ensure visibility, BMS developed governance structures and KPIs. The KPIs measured time to hire as well as direct hiring and the quality of the candidate slate. In addition, operational effectiveness measures were enabled by the ATS, such as time to review applications, time to shortlist and time to first interview. These measures have allowed access to the full recruiting process at BMS and ensured that the activity is closely monitored for improvements. Meaningful management information from Alexander Mann Solutions also helped guide decisions and allowed better control of cost, time and quality. Through continuous improvement and operational excellence: throughout the year, it was important to ensure continuous improvement of processes and technology. Working with an integrated ATS and establishing processes put in place against global compliance standards has ensured a consistency of approach not just across Europe, but globally. Here the talent acquisition teams have been able to localise processes with the kind of flexibility that makes allowance for local talent and market considerations. Feedback from recruiter forums, as well as through understanding hiring manager and candidate satisfaction has allowed the team to measure the

5 effect of the processes. This focus on efficiency was one way that time to hire was maintained within target. Through innovation and a consistent focus on enhancing BMS recruitment brand: across Europe, communications have consistently reflected the BMS brand in every single touchpoint in the talent acquisition process. In 2013, one activity to support this was the creation of branded prompt cards that enabled every recruiter to recall all the key selling points of BMS. It s these points that BMS are most proud of and the things we really want candidates to know about. The cards also provided country specific data and they ensured the team could localise their communications. Through research and market intelligence: in order to effectively communicate with and ultimately attract talent in the BioPharmaceutical market, it is important to understand it. So Alexander Mann Solutions also carried out detailed market intelligence on a bi-annual basis and thereafter published a research paper directly from the talent acquisition team on activity of competitors in relevant therapy areas. Through strategic partnership: the partnership between Alexander Mann Solutions and BMS is a strategic one; at the outset of our relationship we co-designed a three year strategic roadmap that would take the service and partnership from Operational Effectiveness to Strategic Advantage. That roadmap is reviewed on a quarterly basis and both parties are proud of the progress made to date. One or more testimonials from the purchaser of services and/or a third party (e.g., external to either nominated organization) providing evidentiary confirmation of the nomination I wanted to let you know what a great experience it was to work with Dora on staffing my critical role in EU. Over the past 16 years I have had the opportunity to work with many HR staffing specialist and I have to say that Dora is one of the best I have ever worked with.. Executive Director, BMS France Thank you very much! We all have a lot on our plate so it is the time for going the extra mile. Alexander Mann Solutions are giving full support and flexibility. HR team member, BMS Spain I would like to thank you for helping me with professionalism, expertise and enthusiasm. Senior Manager, BMS Italy Feedback of Dario D Attilio - Director Talent Acquisition, Europe In 2012 BMS embarked on a journey with Alexander Mann Solutions. We selected Alexander Mann Solutions as our talent acquisition partners for a number of reasons including; Their proven industry capability Unrivalled geographic capabilities particularly experience in implementing multi-country solutions and managing complex geographically dispersed teams Operational Excellence Alexander Mann Solutions are one of the biggest users of Taleo in the world Innovation, particularly when it comes to sourcing Culture we could see a real synergy between the two company cultures Through our partnership with Alexander Mann Solutions we seek to achieve the following; Unsolicited Customer Feedback about the Alexander Mann Solutions team in 2013: 1. An agile, specialist team Dedicated geography and skill-set specialists

6 Branded and embedded in BMS business Focus on value creation Flexible to changes in demand by skill or geography 2. Sourcing Innovation Proactive talent pool generation and management Focus on managed shift to increased direct sourcing Agency performance management goals has meant a lot to our business. It is true to say that in year one together BMS and Alexander Mann Solutions achieved more than we all thought was possible in that timeframe. We will continue our work attracting individuals who can be empowered to be decisive, innovative and collaborative in return for an enriching experience at BMS. Pivotal to this strategy is our collaboration with partners globally, and for Talent Acquisition in Europe, with Alexander Mann Solutions. 3. Visibility and Effectiveness Governance & KPIs Meaningful MI guiding decisions Market intelligence Greater control of cost, time and quality 4. Improved Processes and Technology Optimisation Compliant global process with localizations Technology optimization Measurable Candidate Assessment Benchmark, best practice, and innovation 5. Brand Effectiveness Every single touch-point reflects your brand and reinforces your EVP Candidate profiling Employer brand penetration 6. Stakeholder Delight Hiring Manager / HR empowerment and added value Reduced time and effort for the business An exquisite candidate brand and recruitment experience Feedback of Catherine Blachere BMS VP HR Europe When I consider the results of our partnership with Alexander Mann Solutions, I am extremely satisfied with what we have achieved together. By bringing in expertise through the outsourcing of sourcing & staffing to an external provider, we have brought in expertise that we would never have managed to develop internally at the same level. In doing so, we are much more effective and we contribute to the success of the business. Having chosen to host these external resources on site is a key element to our success. The Alexander Mann Solutions team feels part of the BMS Human resources organisation and this brings motivation to all.. The results after our first full year together are evidence that, in a short period of time, we have already achieved very significant milestones and turned around our Talent Acquisition support to the business. As we continue to engage people with diverse perspectives to shape our future, we will continue to rely on our partnership with Alexander Mann Solutions. Our partnership over the past year has delivered against each of the key points mentioned above and to do this so early in the co-operation was beyond our expectation. To already have significant value being added in areas such as direct hiring as well as talent mapping and market intelligence supporting strategic business